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Vp Talent Management Jobs (NOW HIRING)

KnowBe4

VP Talent Management

Clearwater, FL · On-site

The Vice President of Talent Management is taking on a function that has historically been focused on onboarding and sales training and enablement, and is charged with transforming it into a full ...

KnowBe4

VP Talent Management

Clearwater, FL

The Vice President of Talent Management is taking on a function that has historically been focused on onboarding and sales training and enablement, and is charged with transforming it into a full ...

Horizon Media

VP, Talent Acquisition

New York, NY · On-site

  • Medical

  • Life

  • Retirement

  • PTO

Role Overview The Vice President, Talent Acquisition leads Horizon's enterprise Talent Acquisition ... Coach leaders to make sound decisions, manage complex relationships, develop talent, address ...

Horizon Media

VP, Talent Acquisition

New York, NY

  • Medical

  • Life

  • Retirement

  • PTO

Role Overview The Vice President, Talent Acquisition leads Horizon's enterprise Talent Acquisition ... Coach leaders to make sound decisions, manage complex relationships, develop talent, address ...

BNY

Senior Vice President, Talent Management

Manhattan, NY · On-site

  • Medical

  • Dental

  • Vision

  • Life

  • Retirement

  • PTO

We're seeking a future team member for the role of Senior Vice President, Talent, Skills, & Growth ... Strong ability to manage multiple workstreams in a fast-paced, enterprise environment * Strong ...

fortitude

AVP, Talent Management

Jersey City, NJ · On-site

Performance management Job Summary The Assistant Vice President, Talent Management will coordinate and support the Company's learning and development and performance management projects, processes ...

Fiserv, Inc.

Vice President, Talent Development

New York, NY · On-site

  • Medical

  • Dental

  • Vision

  • Life

  • Retirement

As Vice President, Talent Development, you will help build the talent system Fiserv needs for its ... Lead the talent development strategy, including leadership development, manager effectiveness ...

Monitise

Vice President, Talent Development

New York, NY · On-site

  • Medical

  • Dental

  • Vision

  • Life

  • Retirement

As Vice President, Talent Development, you will help build the talent system Fiserv needs for its ... Lead the talent development strategy, including leadership development, manager effectiveness ...

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Vp Talent Management information

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$79K

$170.9K

$251.5K

How much do vp talent management jobs pay per year?

As of Aug 15, 2026, the average yearly pay for vp talent management in the United States is $170,891.00, according to ZipRecruiter salary data. Most workers in this role earn between $123,500.00 and $199,000.00 per year, depending on experience, location, and employer.

What does a VP of Talent Management do?

A VP of Talent Management oversees the strategies and processes related to attracting, developing, and retaining top talent within an organization. Their responsibilities include designing talent acquisition programs, implementing leadership development initiatives, and ensuring effective performance management systems. They work closely with executive leadership and HR teams to align talent strategies with business goals, foster a positive organizational culture, and support employee growth. This role is essential for building a strong workforce that drives the company's success.

How does a VP of Talent Management typically collaborate with other departments to align talent strategies with overall business goals?

A VP of Talent Management regularly partners with leaders from departments such as HR, Operations, and Business Development to ensure talent strategies support the organization’s broader objectives. This collaboration often includes participating in leadership meetings, analyzing workforce data, and developing programs that address skill gaps or succession planning. By maintaining open communication channels and aligning talent initiatives with business priorities, the VP helps drive organizational growth and adaptability. Effective collaboration also involves supporting change management efforts and fostering a culture of continuous learning.

What is the difference between Vp Talent Management vs HR Director?

AspectVp Talent ManagementHR Director
ResponsibilitiesOversees talent acquisition, development, retention strategies, and leadership pipelineManages overall HR functions, including employee relations, compliance, and HR policies
FocusStrategic talent initiatives and leadership developmentOperational HR management and employee welfare
CredentialsTypically requires HR or related certifications, senior experience in talent rolesHR degree, certifications, and broad HR experience
Work EnvironmentExecutive-level, strategic planning, often in corporate headquartersOperational, across various departments and locations

The Vp Talent Management focuses on strategic talent initiatives and leadership development, while the HR Director handles overall HR operations and employee relations. Both roles require HR credentials and experience but differ mainly in scope and focus within the organization.

What are the key skills and qualifications needed to thrive as a VP of Talent Management, and why are they important?

To thrive as a VP of Talent Management, you need deep expertise in HR strategy, organizational development, and talent acquisition, often backed by an advanced degree in HR or business and significant leadership experience. Familiarity with HRIS platforms, talent analytics, and certifications such as SHRM-SCP or SPHR are typically required. Outstanding interpersonal skills, executive presence, and the ability to influence and drive change make someone exceptional in this role. These skills are vital for aligning talent strategies with business goals, fostering high-performing teams, and ensuring organizational growth.
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Vp Talent Management jobs near you
Infographic showing various Vp Talent Management job openings in the United States as of August 2026, with employment types broken down into 1% As Needed, 82% Full Time, 14% Part Time, and 3% Contract. Highlights an 92% Physical, 3% Hybrid, and 5% Remote job distribution, with an average salary of $170,891 per year, or $82.2 per hour.

VP Talent Management

KnowBe4

Clearwater, FL • On-site

Full-time

Re-posted 2 days ago

KnowBe4 rating

8.4

Company rating: 8.4 out of 10

Based on 8 frontline employees who took The Breakroom Quiz

11th of 116 rated security

Job description

KnowBe4 empowers the modern workforce to make smarter security decisions every day. Trusted by more than 70,000 organizations worldwide, KnowBe4 is the pioneer of digital workforce security, securing both AI agents and humans. The KnowBe4 Platform provides attack simulation and training, collaboration security, and agent security powered by AIDA (Artificial Intelligence Defense Agents) and a proprietary Risk Score. The platform leverages 15-years of behavioral data to combat advanced threats including social engineering, prompt injection, and shadow AI. By securing humans and agents, KnowBe4 leads the industry in workforce trust and defense.
The Vice President of Talent Management is taking on a function that has historically been focused on onboarding and sales training and enablement, and is charged with transforming it into a full-spectrum, strategic Talent Management organization. This is a meaningful evolution: the team has done important work getting people started and enabling the revenue org, but the company now needs a function that owns the complete arc of talent - how people grow, how performance is developed and differentiated, who is ready for more, and how KnowBe4 builds the leadership capability it will need in the years ahead.
The VP will lead this shift with intention - preserving what works in onboarding and enablement while building net-new capabilities in performance management, hi-potential identification, succession planning, and career development. This is not a lift-and-shift; it requires reorienting the team's charter, retooling its skills and processes, and raising the bar on what the function delivers to the business. The VP will need to bring people along through that change while also moving quickly.
Underpinning this transformation is a commitment to modern, integrated systems and intelligent automation. The VP will consolidate talent workflows within Workday and the LMS, eliminate manual and fragmented processes, and leverage agentic AI - for personalized learning recommendations, performance coaching nudges, skills gap analysis, and succession scoring - to scale the function's impact without adding operational complexity. The result should be a leaner, smarter team that delivers more to employees and managers than the current model allows.
This role serves as a key advisor to executive leadership on talent pipeline health, workforce development strategy, and the organizational capability required to meet KnowBe4's long-term goals.
Responsibilities:
  • Define and lead KnowBe4's global Talent Management strategy, integrating learning & development, performance management, succession planning, hi-potential programs, and career development into a cohesive, data-driven function
  • Own the end-to-end performance management lifecycle - goal-setting frameworks, mid-year and annual review cycles, calibration processes, and performance improvement pathways - ensuring consistency and fairness across all geographies
  • Design and execute a global hi-potential identification program, partnering with People Business Partners and senior leaders to build a robust internal talent pipeline; lead succession planning for critical and leadership roles across the organization
  • Build and sustain career development frameworks - including career pathing, competency models, and internal mobility programs - that give employees clear growth trajectories and managers the tools to have meaningful development conversations
  • Oversee the design and delivery of all manager and employee development programs, including onboarding, leadership development, management effectiveness, compliance training, and functional upskilling, ensuring programs are relevant, measurable, and globally accessible
  • Own and optimize the Learning Management System (LMS) and all talent technology platforms; drive full integration with Workday (performance, learning, and succession modules) to create a seamless, unified talent experience and eliminate off-system workarounds
  • Champion the adoption of agentic AI and intelligent automation within talent management workflows - including AI-driven learning recommendations, automated performance check-in nudges, skills gap analysis, succession scoring, and personalized development pathways - to scale impact and reduce manual effort
  • Audit and rationalize existing talent programs, tools, and processes; eliminate redundancy, standardize fragmented approaches across teams and regions, and establish clear governance and decision rights to reduce operational complexity
  • Establish a talent analytics capability that tracks leading and lagging indicators across the talent lifecycle - engagement, time-to-productivity, internal mobility, succession bench strength, and program effectiveness - delivering actionable insights to executive leadership
  • Collaborate with People Business Partners, Finance, and senior leadership to align talent programs with business strategy, organizational design changes, and workforce planning priorities
  • Represent Talent Management at executive-level meetings; prepare and present materials for leadership team and Board reviews on talent pipeline health, program outcomes, and strategic initiatives
  • Lead, develop, and inspire a team of learning, enablement, and talent professionals - providing clear direction, development opportunities, and a culture of continuous improvement and accountability
  • Provide genuine recommendations as to the hiring, firing, promotion, and discipline of subordinate employees to which the Company gives significant weight

Minimum Qualifications:
  • Bachelor's Degree in Human Resources, Organizational Development, Business Administration, Psychology, or related field; Master's degree or MBA preferred
  • Minimum 10 years of progressive experience in Talent Management, Learning & Development, or related People functions, with at least 3 years in a senior leadership role
  • Demonstrated experience owning or materially contributing to performance management, succession planning, and hi-potential programs at scale
  • Deep expertise across the full talent management lifecycle: performance management, succession planning, hi-potential identification, career development, and learning & development
  • Hands-on experience with Workday's talent, learning, and performance modules - including configuration, integration, and reporting - and a track record of driving adoption and reducing off-system complexity
  • Experience implementing or scaling an LMS (e.g., Cornerstone, Docebo, Workday Learning) across a global workforce, with strong command of content design principles and learning analytics
  • Familiarity with agentic AI tools and intelligent automation platforms applied to HR/talent workflows (e.g., AI coaching tools, skills inference engines, automated nudging systems); ability to evaluate, pilot, and scale these technologies responsibly
  • Strong analytical skills with the ability to build and present talent dashboards, interpret workforce data, and translate findings into actionable strategies for executive audiences
  • Proven ability to simplify complex, multi-layered programs - rationalizing overlapping tools and processes into streamlined, governance-backed frameworks
  • Demonstrated success designing career pathing and competency frameworks that drive internal mobility and retention
  • Excellent executive presence and communication skills; ability to present complex concepts clearly to diverse audiences from individual contributors to Board members
  • Experience leading and developing high-performing teams in a fast-paced, global environment
  • Strong cross-functional relationship builder; comfortable partnering with Finance, Legal, IT, and executive leadership
  • Manages highly confidential information with professionalism and sound judgment
  • Certification in a relevant discipline (e.g., SHRM-SCP, CPLP/CPTD, ICF-credentialed coaching) is a plus
  • Experience in a SaaS or technology company a plus

Our Fantastic Benefits
We offer company-wide bonuses based on monthly sales targets, employee referral bonuses, adoption assistance, tuition reimbursement, certification reimbursement, and certification completion bonuses - all in a modern, high-tech, and fun work environment. For more details about our benefits in each office location, please visit www.knowbe4.com/careers/benefits.
Note: An applicant assessment and background check may be part of your hiring procedure.
Individuals seeking employment at KnowBe4 are considered without prejudice to race, color, religion, national origin, age, sex, marital status, ancestry, physical or mental disability, veteran status, gender identity, sexual orientation or any other characteristic protected under applicable federal, state, or local law. If you require reasonable accommodation in completing this application, interviewing, completing any pre-employment testing, or otherwise participating in the employee selection process, please visit www.knowbe4.com/careers/request-accommodation.
No recruitment agencies, please.

What KnowBe4 employees say

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About KnowBe4

Sourced by ZipRecruiter

KnowBe4, the provider of the world's largest security awareness training and simulated phishing platform, is used by tens of thousands of organizations around the globe. KnowBe4 enables organizations to manage the ongoing problem of social engineering by helping them train employees to make smarter security decisions, every day.

Industry

Technology, communication and media

Company size

1,001 - 5,000 Employees

Headquarters location

Clearwater, FL, US

Year founded

2010

Social media

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